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Working Time Regulations

Posted by Ifan | Posted in Agency, Articles, Blog, News | Posted on 11-02-2011

Redego are now able to offer real-time reporting of working hours to agencies.  This enables agencies to ensure that the Working Time Directive (WTD) regulations are being complied with and the added ability to plan future projects with reference to hours worked.
“Agencies can view reports showing which contractors are close to exceeding their maximum average hours” states an Redego spokesperson.  “this makes compliance and planning much easier for agency consultants.  Whilst we always ensured our workers are given their statutory rights, this new system shows agencies and their clients that we are doing this and gives them the ability to use the data to plan furture work.”
The new online system is especially useful for workers on project rates where it has been difficult to monitor rest breaks.  “Its proving particularly popular with agencies who engage manual workers on project rates – the risks of injury and reducing quality of work are much greater for these categories and end-clients want to know its being managed properly.
The new online system lets workers input their rest breaks with the click of a mouse as they submit their timesheet and is very simple for contractors to use.
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Under the WTD regulations, all employers have to ensure that workers have adequate rest-breaks:
maximum hours worked – avg 48 per week in 17 week rolling period
adequate rest breaks, so workers do no more than:
13 hours in any 24 hour period (day) – cap of 13 x 6 = 78 hours
1 days off (rest days) in every 7 day period (week)
statutory minimum holiday periods (28 days not working in addition to ‘rest days’)
Whilst this is the responsibility of the employer (the umbrella company), most clients and agencies reckonise their responsibilty in ensuring they only use compliant umbrella companies that can show they are acting responsibly to protect workers’ welfare.
Another benefit of the new system is greater accuracy when calculating contractors’ National Minimum Wage (NMW) which is a key contractual element of remuneration in most umbrella companies.  Getting this wrong, can attract attention from HM Revenue & Customs (HMRC) both on breach of NMW legislation but also PAYE/NIC compliance as contractor expense claims are invariably affected by minimum wage.

Redego are now able to offer real-time reporting of working hours to agencies.  This enables agencies to ensure that the Working Time Regulations (WTR) are being complied with and the added ability to plan future projects with reference to hours worked.

Agencies can view reports showing which contractors are close to exceeding their maximum average hours.  This makes compliance and planning much easier for agency consultants.  Whilst we always ensured our workers are given their statutory rights, this new system shows agencies and their clients that we are doing this and gives them the ability to use the data to plan future work.

The new online system is especially useful for workers on project rates where it has been difficult to monitor rest breaks.

Its proving particularly popular with agencies who engage manual workers on project rates – the risks of injury and reducing quality of work are much greater for these categories and end-clients want to know its being managed properly.

The new online system lets workers input their rest breaks with the click of a mouse as they submit their timesheet and is very simple for contractors to use.

Under the WTD regulations, all employers have to ensure that workers have adequate rest-breaks:

  • maximum hours worked – avg 48 per week in 17 week rolling period
  • adequate rest breaks, so workers do no more than:
    • 13 hours in any 24 hour period (day) – cap of 13 x 6 = 78 hours
    • 1 days off (rest days) in every 7 day period (week)
    • statutory minimum holiday periods (28 days not working in addition to ‘rest days’)

Whilst this is the responsibility of the employer (the umbrella company), most clients and agencies reckonise their responsibilty in ensuring they only use compliant umbrella companies that can show they are acting responsibly to protect workers’ welfare.

Another benefit of the new system is greater accuracy when calculating contractors’ National Minimum Wage (NMW) which is a key contractual element of remuneration in most umbrella companies.  Getting this wrong, can attract attention from HM Revenue & Customs (HMRC) both on breach of NMW legislation but also PAYE/NIC compliance as contractor expense claims are invariably affected by minimum wage.